طراحی و اعتباریابی مدل توسعه ‌منابع انسانی‌دانشی با رویکرد فرهنگِ ‌دانش‌محور

This paper aims to design and validate a Knowledge human recourse development model with the approach of knowledge-oriented culture . It is a practical developmental study research, using the exploratory-descriptive design for analysis. Qualitative interviews were used for data collection; however, the grounded theory methodology (Corbin & Strauss, 1998) was applied to develop the model. For the qualitative data analysis, 20 participants were chosen including senior officials and experts from the Institute of Humanities and Cultural Studies (IHCS). Further, exploratory questionnaires were distributed to 150 Knowledge human recourse randomly selected from IHCS to obtain the quantitative data. The findings of the three-level coding guided by MAXQDA provided a paradigm model which contained 253 primary codes, 34 concepts, and 5 major categories; namely causal conditions, contextual conditions, obstacles/ intervening conditions, strategies, consequences, and central phenomenon (knowledge human recourse development). Moreover, the results of Structural Equation Modeling (SME) using the software SmartPLS confirmed the connections between different categories of the , knowledge human recourse development model, as well as the effects of categories on each other.
Keywords: knowledge human recourse development, knowledge human recourse, knowledge management, knowledge-oriented culture .
 
 
Introduction :
 Due to the acceleration of global changes in recent years, knowledge and human resources have been considered as the key elements for competitive advantage. And to draw the best, businesses have to make changes such as organizational restructuring, updating information technology, creating knowledge-based organizations, and so on. At the same time, HR practices have left the manual operation and progress toward more usage of brain and knowledge, or as Drucker defined, knowledge workers. Todays, Knowledge human recourse who constitute more than half of all employees in organizations require different approaches of management, in addition to changing duties and functions. A novel review on human resource management becomes necessary. However, the emergence of Knowledge human recourse intensifies discussions for effective operation and their retention. As studies shown, although strategies such as knowledge transfer, documentation, or sharing have been raised, the fact is that none has built the necessary motivation or compulsion in this field. Therefore, the current study seeks to introduce new concepts from the field of knowledge management and human resource management as to address the research gaps and to take steps towards better synchronizing organizational activities as learning organizations.
Objective:
While there is little research on two concepts of knowledge human resources development and knowledge-oriented culture , this paper aims to design and validate a model of knowledge worker empowerment with emphasis on knowledge-oriented culture .
Methodology :
 It was a practical developmental study research (Saunders, 2019), using the exploratory-descriptive design for analysis (Newman, 2018). A mixed methods research approach was implemented. For the qualitative process, 20 participants were interviewed from senior officials and experts purposefully selected from public organizations and, then, data were analyzed and coded by MAXQDA. Through the "coding paradigm" proposed by Strauss and Corbin (1998), six categories were defined: causal conditions, context, intervening conditions, strategies, consequences, and central phenomenon. Next, for the quantitative process using the software SmartPLS, the Structural Equation Modeling (SME) was carried out for data validation. To this end, exploratory questionnaires were distributed to 150 faculty members and Knowledge human recourse from IHCS (affiliated with the Ministry of Science, Research and Technology).
Results :
 The findings developed from the data coding using the Straussian perspective of Grounded Theory in MAXQDA indicate that dynamics of new technologies, developments in human resource approaches, environmental changes, organizational reforms, developmental levels of knowledge organizations, and the competitive advantage of organizational knowledge are among the causal conditions of the knowledge worker empowerment through the knowledge exchange approach. Further, circular organizational communications, legal supports, infrastructure of novel technologies, flexible organizational structures, competencies of knowledge workers, and Iranian-Islamic knowledge culture are considered as major contextual indicators for the knowledge human recourse development with a knowledge exchange approach. However, challenges in performance evaluations, structures, processes, culture as well as legal ownership challenges are some intervening conditions for the knowledge human recourse development with a knowledge exchange approach. Moreover, strategies for knowledge human recourse retention, knowledge worker training, evaluating knowledge human recourse performance, knowledge worker compensation, psychological improvement for knowledge workers, strengthening environmental monitoring, developing communication channels, resolving conflicts between knowledge and non-knowledge human recourse, and career pathing for Knowledge human recourse are included among main strategies for the knowledge human recourse development with a knowledge exchange approach. Also, knowledge human recourse development productivity, the sustainable development of knowledge workers, participatory developments, and keeping pace with modern ICT developments are major consequences for the knowledge human recourse development with a knowledge exchange approach. Finally, the components of communication, education, structure, and participation are among the key components of the central phenomenon for the knowledge human recourse development with a knowledge exchange approach.
Discussion & Conclusion :
 The results showed that the knowledge human recourse development model with a knowledge exchange framework covers 34 components in six dimensions (according to Strauss and Corbin method).  The findings obtained from the model validation through the software SmartPLS revealed that the human resource development with a knowledge exchange approach can be described as a multifaceted phenomenon for Iranian public organizations, which may lead to positive and effective outcomes. The study achieved suitable results for the predictive power of the exploratory model with good fits to the data. The effect of causal conditions on the central phenomenon, the effect of strategies on consequences, and the effect of central phenomenon on strategies are proper and significant. Also, intervening and contextual conditions show significant moderator variable effects on strategies.